In Greenland, employment termination regulations strike a balance between employer flexibility and employee rights.

Lawful Grounds for Dismissal

Employers in Greenland can legally terminate employment contracts for reasons such as:

• Employee Conduct: This includes serious misconduct by the employee, such as breach of contract, insubordination, or negligence.
• Incapacity: This refers to the inability of the employee to perform their work duties adequately, even after reasonable support from the employer.
• Operational Requirements: These are economic, technological, or organizational reasons that necessitate job cuts, also known as redundancy.

Notice Requirements

In Greenland, statutory notice periods vary based on the length of an employee's service. The laws governing these terms include the Salaried Employees Act and collective bargaining agreements:

• Salaried Employees Act: This act provides longer notice periods for salaried employees with more tenure, with the maximum notice period reaching up to six months.
• Collective Bargaining Agreements: These specific agreements might offer more favorable notice periods for affected employees.

Employees also have the right to give notice. Under the Salaried Employees Act, the employee's notice period is one month, regardless of their length of service.

Severance Pay

Greenland's laws outline specific scenarios where an employee may be entitled to severance pay:

• Dismissal due to redundancy: Severance may be required if provided for within a collective bargaining agreement.
• Unfair Dismissal: If a dismissal is found to be unfair by a court or an arbitration board, employers may be required to pay compensation to the employee, which in some cases might take the form of severance pay.

Additional Considerations

• Documentation and Fairness: Employers must have clear documentation supporting the reason for dismissal to ensure it meets the criteria for a fair termination.

Greenland recognizes the importance of equality and has a legal framework to combat discrimination. However, it's important to note that Greenland has fewer comprehensive anti-discrimination laws compared to some other countries.

Protected Characteristics

Greenlandic law explicitly prohibits discrimination on the grounds of:

• Gender: The Act on Gender Equality prohibits discrimination based on gender, gender identity, and gender expression in both the workplace and in the provision of goods and services.

• Sexual Orientation: Hate crimes and hate speech motivated by an individual's sexual orientation are criminal offenses under Article 100 of the Greenlandic Criminal Code.

Redress Mechanisms

Greenland currently lacks a robust system of legal redress specifically designed for workplace discrimination complaints outside of gender-based discrimination. However, several avenues exist:

• Equality Council: The Equality Council is tasked with investigating and handling gender discrimination complaints. They can offer mediation, recommendations, and in limited cases, issue legally binding decisions.

• The Courts: Individuals can file civil lawsuits for discrimination, but the absence of specific anti-discrimination legislation outside of gender might complicate such cases.

• Greenlandic Ombudsman: The Ombudsman can investigate complaints of maladministration by public authorities, which could potentially include cases of discrimination.

Employer Responsibilities

While Greenland lacks comprehensive anti-discrimination laws, employers still have a responsibility to foster a workplace free from discrimination and harassment:

• Policies and Training: Implement anti-discrimination and anti-harassment policies, and provide education and training to employees.

• Complaint Procedures: Establish procedures for handling discrimination complaints with thorough and impartial investigations.

• Proactive Culture: Promote a culture of inclusivity and respect, where discrimination is not tolerated.

Evolving Legislation

Greenland's anti-discrimination framework is evolving, and there is ongoing discussion for enacting broader legislation encompassing characteristics like race, ethnicity, religion, disability, and age.

Greenland establishes minimum requirements to ensure a baseline level of safety and well-being for employees. The regulations cover work hours, rest periods, and ergonomic considerations.

Work Hours

In Greenland, there's no statutory standard workweek defined. Working hours are typically determined by collective bargaining agreements or individual employment contracts. Agreements often establish a standard workweek of 37 or 40 hours.

Greenland adheres to the European Working Time Directive which limits working hours to an average of 48 hours per week over a defined reference period. Overtime work is permitted under specific circumstances, typically requiring compensation through increased pay or time off in lieu.

Rest Periods

Specific regulations on daily rest periods are not explicitly defined in Greenlandic law. However, collective agreements often establish minimum daily rest periods, which typically fall around 11 consecutive hours.

Employees are generally entitled to a minimum of 24 uninterrupted hours of rest per week, often on Sundays. Greenlandic legislation guarantees employees the right to minimum paid vacation leave each year. The specific number of days (usually around 3 weeks) is determined by collective agreements or individual contracts.

Ergonomic Requirements

Greenland doesn't have a single, comprehensive law dedicated solely to ergonomics. However, the Working Environment Act places a general duty on employers to safeguard the health and safety of workers. This can extend to ergonomic considerations in the workplace.

The Danish Working Environment Authority publishes guidelines on ergonomics, offering recommendations for workstation design, work practices, and proper use of equipment to minimize musculoskeletal risks. Although these guidelines don't directly apply to Greenland, they serve as valuable resources for employers aiming to create ergonomically sound workplaces.

Enforcement

The Greenlandic Working Environment Authority is responsible for enforcing work condition standards. Limited resources may affect the frequency of inspections, but complaints can be filed to trigger investigations.

Greenland prioritizes worker well-being through a framework of health and safety regulations. This framework includes employer obligations, employee rights, and enforcement agencies.

Employer Obligations

The cornerstone of Greenland's health and safety regulations is the Working Environment Act (Arbejdsmiljøloven). This act outlines employer responsibilities to ensure a safe work environment. Here are some crucial obligations:

• Risk Assessment: Employers must conduct regular risk assessments to identify potential hazards in the workplace and implement control measures to mitigate them.
• Safety Measures: Employers have a responsibility to provide and maintain a safe work environment. This includes measures like proper ventilation, machine safeguarding, and protocols for handling hazardous materials.
• Personal Protective Equipment (PPE): Employers must provide appropriate PPE to employees exposed to specific workplace hazards.
• Information and Training: Employees have the right to receive information and training on workplace health and safety risks.
• Health Surveillance: In certain high-risk occupations, employers may be required to facilitate medical examinations for employees.

Employee Rights

Greenlandic employees enjoy extensive health and safety rights:

• Safe Work Environment: Employees have the right to work in a safe environment free from foreseeable health and safety risks.
• Refusal of Unsafe Work: Employees can refuse to perform tasks they believe pose a serious threat to their health and safety.
• Accident Reporting: Employees are entitled to report workplace accidents and injuries without fear of retaliation.
• Worker Participation: Employee representatives have the right to participate in shaping workplace safety measures through health and safety committees.

Enforcement Agencies

The Greenlandic Working Environment Authority is responsible for enforcing health and safety regulations. Their functions include:

• Conducting inspections of workplaces to ensure compliance with health and safety standards.
• Investigating work accidents and incidents.
• Issuing orders requiring employers to rectify safety hazards.

Greenland recognizes the Danish Working Environment Authority (Arbejdstilsynet) as a source of expertise, and their guidelines on various safety topics can be informative for Greenlandic employers, though they are not directly enforceable.

Collaboration for Safety

Greenland's health and safety framework emphasizes a collaborative approach. Employers, employees, and enforcement agencies all play a role in maintaining a safe work environment. By understanding their respective roles and responsibilities, all parties can contribute to a healthier and safer work environment for Greenlandic employees.